The administration submitted the proposal shown in the table below at the February 17 negotiating session. Reports about the status of this article will be found below the article itself.
See our CBA Negotiations page for a roster of the AAUP-WSU negotiating team, brief reports about each Monday's negotiation session, and an article-by-article summary table with links to detailed information about each individual article that either the administration or AAUP-WSU proposes to include in the CBA.
3.1 The University agrees that it shall not discriminate against an employee because of membership in or activity on behalf of the AAUP-WSU.
3.2 Neither the University nor the AAUP-WSU in carrying out its obligations under the Agreement shall discriminate on the basis of race, color, religion, disability, veteranís status, military status, national origin, ancestry, sex, gender identity/expression, sexual orientation, or age.
3.3 The University and AAUP-WSU will not tolerate any form of harassment based on sex, race, or any other category listed in Section 3.2.
3.4 Any Bargaining Unit Member charged with discrimination or harassment is entitled to due process before the University imposes any form of discipline as permitted under Article 14. However, the Member may be suspended with pay pursuant to Section 14.3. When notifying a Bargaining Unit Faculty Member that a complaint has been filed against him or her, the Office of Affirmative Action Programs will provide the Member with a written statement from the AAUP-WSU regarding the Memberís rights. If the complaint is not resolved through mediation, the Office of Affirmative Action Programs will notify the AAUP-WSU President of the charges and the name of the Bargaining Unit Faculty Member being charged, five (5) days prior to a hearing.
3.5 Any Member of the Bargaining Unit who believes he or she has been discriminated against or harassed can seek relief through the Wright State University Office of Affirmative Action Programs, through a grievance under the terms of this contract, or through legal action pursuant to any applicable state or federal law. When a Bargaining Unit Faculty Member seeks relief through the Office of Affirmative Action Programs, that office will provide the Member with a written statement from the AAUP-WSU regarding the Memberís rights.
Relationship by family or marriage is considered neither an advantage nor a
3.7 Consensual sexual relations between students and Bargaining Unit Faculty with whom they also have an evaluative relationship constitute a conflict of interest. Members shall avoid such relationships or, if such a relationship does exist, make arrangements through their Department Chair to eliminate any conflict of interest or appearance of such conflict, to the extent possible.
3.8 Bargaining Unit Faculty shall not grade or otherwise evaluate students with whom they have a familial relationship. If a family memberís application or enrollment calls for any evaluation on the part of a Member, that Member shall make arrangements through his or her Department Chair to eliminate any conflict of interest or appearance of such conflict, to the extent possible.
The parties TA'd the administration's February 24 version of this article. (TA'd means tentatively agreed to.)
The administration submitted this version of Article 3, and the parties TA'd it on March 5.
The administration stated that its intent in modifying section 3.6 was to permit a "trailing spouse" to have an advantage in hiring. It noted the "promptly" language suggested in 3.7 and 3.8.
Our team agreed to these proposals, and the parties expect to "TA" (tentatively agree to) this article shortly.
Return to the AAUP-WSU home page.
This page was last modified on Wednesday, April 9, 2014. Corrections, comments, and suggestions are most welcome. Contact the webmaster for this page (Jim Vance) at email@example.com, telephone 937-775-2206. To contact the chapter, please see our Staff, Officers, and Committees page.